Workplace Workshops
9.9 million working days are lost annually because of stress, depression or anxiety – that’s 35% of all work-related ill-health cases and 43% of all working days lost due to ill health (HSE, 2015). In addition, there is a staggering 83% increase in job satisfaction for those with higher resilience. Numbers are only half the story. Building resilience and increasing mental health awareness in your workplace lead to happier employees and happier people. Take the first step to a healthier and higher-performing team.
My workshops are carefully crafted and built on validated psychometric tools and a foundation of rigorous research to implement only the best strategies for growth and change. In addition to providing tailored assessments and workshops according to your needs, I have existing formats for Resilience Building, Psychological Safety, and a general Introduction to Mental Health.
Full-Day Workshop: Mental Health at Work
Who it's for: Teams & managers
Length: Full day (6 hours)
Topics: Introduction to mental health, introduction to stress management, communication
Description: This comprehensive full-day workshop is a combination of research-based education and hands-on, interactive training designed to elevate teams to better communication, stress-resilience, and workplace satisfaction.
Outcomes: Increased understanding of mental health, new coping mechanisms for stress management, improved communication skills, and increased resilience.
Half-Day Workshop: Mental Health in Focus
Who it's for: Teams & managers
Length: Half-day (3 hours)
Topics: Resilience and psychological safety.
Description: This "in-focus" half-day workshop provides a safe space for sharing and team building, as well as new tools for addressing stress, burnout, and building resiliency going forward.
Outcomes: New tools for stress management, increased resiliency.
One-Hour Hot Topic: Mental Health Essentials
Who it's for: Teams & managers
Length: 1 hour
Topics: Tailored to your business needs.
Description: This one-hour "hot topic" includes a quick presentation on outcomes from a pre-completed assessment of your team's stress levels, communication styles, resiliency, or another topic of your choice.
Outcomes: Greater understanding of one another and tools to implement change for greater workplace satisfaction and performance.
Long-Term Consultation
Who it's for: Teams & managers
Length: Custom
Topics: Tailored to your business needs.
Description: I am available to provide either a series of workshops, or a long-term consultation based on custom topics for your organisation.
Connor-Davidson Resilience Scale (CD-RISC)
Measuring Resilience
Research within the field of workplace psychology continues to support that the resource capacity of resilience has a positive outcome on several common organisational goals: performance, job satisfaction, work happiness and organizational commitment (Youssef & Luthans 2007; Robertson et. al 2015).
The infographic on the right depicts the six dimensions of resilience, as reflected in the most widely recognized psychometric assessment to measure resilience: the Connor-Davidson Resilience Scale (CD-RISC). I assess team resilience before my full day workshops, and then integrate the report in the design of the workshop, to tailor resilience training according to the needs of each inidivual, team and organisation.
Psychological Safety
What is it?
Amy Edmondson, the organisational behaviour scientist who first coined the term, defines Psychological Safety as "a team climate characterised by interpersonal trust and mutual respect in which people are comfortable being themselves".
The term's popularity skyrocketed in 2012 with the results of Google's Project Aristotle: an analysis of hundreds of Google's teams aimed at discovering the key factors in predicting their success.
As it turns out, high psychological safety is the number one predictor in successful teams.
Why Does It Matter?
Improves employee retention
Employees are more likely to harness the power of diverse ideas from their teammates
Revenue per employee increases
They’re rated twice as effective by executive-level managers
